Job Details

Position Type:
Administration/Director of Human Resources

Date Posted:
3/7/2026

Location:
Brenham ISD Administration Office

Date Available:
07/01/2026

Brenham Independent School District - Job Description

Job Title/Position:

Director of Human Resources

Department/School:

Central Office

Pay Information:

Professional Compensation Plan
Days: 226

Supervised By:

Chief of Staff

FLSA:

Exempt

Date Revised:

March 2026

Primary Purpose:

Direct and manage the district's human resources function. Responsible for the strategic planning and implementation of human resource programs, including professional and auxiliary staffing, wage and salary administration, leave administration, performance appraisal, and employee relations. Recommend and implement legally sound and effective human resource management programs, policies, and practices.

Qualifications (Experience/Education/Certification):

Master's Degree; Texas mid-management or other appropriate Texas certification; five years of successful teaching and/or administrative experience

Major Responsibilities:

Human Resource Department Management - Create and execute plan for human resources in alignment with district core values as adopted by the board and the district's strategic plan; identify current and future needs of the district and align processes and procedures including recruitment, selection, on-boarding, professional and leadership development, training, evaluation, and retention strategies; determine the HR training needs throughout the school district and develop and plan training programs to meet the established needs; direct the planning, development, coordination, and evaluation of operations of the human resources department including establishing department goals and objectives; direct and monitor employee performance appraisal system and ensure that supervisors have proper training; assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed; and select, train, and evaluate HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal; and ensure district compliance with federal and state laws and regulations.

Employment - Work with principals and other administrators to forecast staffing needs and develop staffing plans; develop and implement recruitment and retention strategies and a screening and selection process for all employees; ensure that all teachers are highly qualified and have the appropriate credentials for assignments; and provide a system for new employees to acquire appropriate information, support, and training necessary for success on the job; and oversee all aspects of contract administration.

Compensation and Benefits - Direct the administration of the district's compensation program, including job descriptions, salary surveys, and position re-classifications; and develop, implement, administer, and monitor procedures for salary administration and placement of new hires.

Employee Relations - Take a proactive role in identifying and responding to issues of interest to employees; work in collaboration with district leadership to ensure preemptive and effective employee communications; interpret policies and procedures and ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures;; monitor employee retention and turnover through analysis of data and exit interviews; ensure that the employee handbook and personnel directory are created, updated annually, and distributed; and implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them.

Budget - Develop and administer the human resources budget based on documented needs and ensure that operations are cost-effective and funds are managed wisely.

Records - Oversee personnel records management and ensure compliance with the state records management program; compile, maintain, and file all reports, records, and other documents as required.

Other - Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies, and procedures accordingly; stay abreast of state and federal public policy changes that could impact the district; perform other duties as assigned; and conserve electricity as outlined in the district's energy management plan.

Special Knowledge/Skills:

• Knowledge of selection, training, and supervision of personnel
• Knowledge of wages and salaries, benefits, and performance appraisal administration
• Knowledge of general and education employment law and hearing procedures
• Ability to implement policy and procedures
• Ability to use software to develop spreadsheets, perform data analysis, and do word processing
• Ability to manage budget and personnel
• Excellent public relations, organization, communication, and interpersonal skills
• Ability to speak effectively before groups of employees, the school board, or other organizations

Supervisory Responsibilities:

Supervise and evaluate the performance of all professional and support personnel in the human resource department.

Working Conditions (Mental Demands/Physical Demands/Environmental Demands):

Use of standard office equipment; prolonged sitting; repetitive hand motions, frequent keyboarding and use of mouse; occasional light lifting and carrying (less than 15 pounds); occasional prolonged and irregular hours; work with frequent interruptions, maintain emotional control under stress.

The foregoing statements are intended to describe the general nature and level of work being performed by employees assigned to this job title. They are not intended to be construed as an exhaustive list of all responsibilities, duties, knowledge, skills, and abilities required. The district shall not fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of the individual's race, color, religion, sex, or national origin. Nor shall the district limit, segregate, or classify its employees or applicants for employment in any way that would deprive or tend to deprive an individual of employment opportunities or otherwise adversely affect the status as an employee because of the individual's race, color, religion, sex, or national origin.

Received by: Date: ____________________________